Source · Select Committees · Justice Committee
Recommendation 16
16
Deferred
Include in-depth assessment of County Court recruitment and retention crisis in future review.
Conclusion
A future review must include an in-depth assessment of the recruitment and retention crisis of the County Court, extending the existing discussions regarding HMCTS pay scales to include assessments of current and required workload capacities ensuring any additional resource is effectively allocated where it is needed most. This assessment needs to learn from areas of good practice such as Wales, and Manchester, and understand why these areas are more successful in retaining staff. (Recommendation, Paragraph 75) Access to justice
Government response summary AI-generated
The government outlined HMCTS's approach to designing digital services, which includes user research and co-design in line with the Government Service Standard, but did not address the recommendation for an assessment of the County Court's recruitment and retention crisis.
Summary of the government's response below — read the verbatim text to verify.
Government Response
Deferred
HM Government · verbatim extract
Deferred
Accept in part. HMCTS is progressing several interconnected strands of work relevant to this recommendation. We plan to review and restate the County Court operating model, clarifying the division of responsibilities between HMCTS’ national services and local courts. This includes reflecting future ways of working in operational processes and roles and providing clarity on what public services will be delivered where and what the judiciary can expect by way of local administrative support. This will include consideration of the knowledge, skills and capabilities needed of those working in the civil jurisdiction, with the aim of creating a more efficient and consistent operating environment that enables judicial effectiveness and improves outcomes for court users. In parallel, HMCTS will revisit the resource model for the County Court, which will aim to more closely align available resources with workload demand and with ways of working following the conclusion of the Reform programme. As part of this, we are investing in our staff by expanding the mediation service, creating new skills and opportunities that support more effective dispute resolution and enhance service delivery. As an Executive Agency of the Ministry of Justice, HMCTS has the same terms and conditions as Ministry of Justice staff. The MoJ 2025 Pay Offer provides uplifts to all pay range minima and maxima, enabling the majority of employees (98%) to receive an award equivalent to 3.75% or more of their salary; targeting the offer at Admin Assistant to Admin Officer grades to ensure a higher than headline award for staff in these grades and improving the position of the lowest paid of between 4% and 6.1%. This award continues to improve the competitiveness of the department’s pay ranges with other government departments. The 2025 Pay Offer recognised the unique challenges associated with Bailiff and Bailiff Manager roles, with an allowance increase that doubled to £2,000 for Bailiffs and an increase to £1,000 for Bailiff Managers. Any pay flexibility above the Increase in Renumeration Costs figure for future pay awards (i.e. 2026+) must demonstrate productivity gains and efficiencies in return for a higher pay award and is subject to agreement with HMT and Cabinet Office. A case to increase base pay further is currently being considered for the Ministry of Justice non-SCS pay remit cohort, of which HMCTS is the largest stakeholder. The focus for any business case on pay would be on improving pay and aligning more closely with other large operational government departments. Access to justice
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